Link to: Capitals FC MF SR HU VBC Strategic Focus Areas EM Our Key Stakeholders Link to: Capitals FC MF SR HU VBC Strategic Focus Areas EM Our Key Stakeholders Opportunities Opportunities Our Approach • Formed the Bank Islam Talent Council to strengthen talent management efforts, ensure alignment of talent strategies with organisational goals, and provide comprehensive talent visibility across all divisions. • Development of our successors and talents to elevate their readiness and competencies through tailored interventions. • Created talent mobility guidelines to facilitate internal talent movement and guide succession planning efforts across the organisation. • Future-proofing our workforce through skills development programmes in digital, sustainability and other critical areas. • Empowering fresh graduates and young professional within the bank through Bank Islam Young Leaders Programme. Our Approach • Upholding DEI through a robust policy that guarantees equal opportunities and fair treatment for all employees, irrespective of race, gender, age, religion, or socioeconomic background. • Fostering a meritocratic approach in recruitment, retention and promotions, driven by talent and performance. • Promoting safe and supportive workplaces through our WOW (Won’t Judge, Open, Win Together) Conversation framework. • Supporting diverse employee needs through facilities such as our new Mother’s Room, Taska Bank Islam and BITIZone@Cyberjaya, our co-working and hot desking zone. Risks • Despite structured talent development efforts, highpotential employees may leave due to external opportunities and misalignment with career aspirations. • Talent strategies must continuously evolve to align with shifting business priorities; failure to do so may result in a workforce that is not adequately equipped to meet organisational demands. Risks • If poorly or inconsistently applied, DEI policies may lead to accusations of preferential treatment, harming our reputation and attractiveness as an employer. • Similarly, inadequate practices may result in the perpetuation of existing inequalities and the marginalisation of underrepresented groups. Talent and Development TD Diversity, Equity and Inclusion DEI Why It Is Important Effective talent management ensures a skilled workforce, leadership continuity, and business growth. By upskilling employees and enhancing mobility, we boost agility, engagement, and retention while aligning talent strategies with business needs. Why It Is Important Embracing DEI not only creates opportunities for a wider range of people, but drives innovative problem-solving and decision-making, empowering us to succeed in a dynamic, fast-moving financial sector. • With the establishment of the Talent Council, better visibility into talent data and performance metrics can lead to more informed decision-making in workforce planning. • Talent mobility initiatives can break down silos, improve cross-functional collaboration, and create a more agile workforce capable of adapting to changing business needs. • Investing in digital, sustainability, and other critical skills will equip employees to navigate evolving industry demands, enhancing Bank Islam’s competitive advantage. • Enhancing the range of skills, experiences and perspectives within the organisation through diversity. • Creating an inclusive environment where people are encouraged to share new ideas and ways of working. UNSDGs: UNSDGs: 53 w w w . b a n k i s l a m. c o m 01 02 03 04 MD&A – STRATEGIC REVIEW 05 06 07 08 09
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